Free Essay

Improve Clinician Satisfaction

In: Business and Management

Submitted By peppercornr
Words 1296
Pages 6
Leadership Commitment to Physician and Staff Wellness Create a leadership commitment to the principle of caring about, monitoring for and op6mizing the health, wellness and sa6sfac6on of the providers and staff in the organiza6on. This func6on of “looking in the mirror” -­‐ to focus on op6mizing the experience of the people working inside the organiza6on -­‐ is emphasized at the same level as the organiza6on’s outward focus on the quality of the pa6ent experience. Mission Statement Commitment to Physician and Staff Wellness and Satisfaction ! Mission Statement Planning Retreat to put the Physicians/Provider and Staff health, wellness and sa6sfac6on on equal foo6ng with Quality of Care and Pa6ent Sa6sfac6on ! This retreat is to begin the alignment of the en6re organiza6on with the principle of equal focus on both physician and pa6ent sa6sfac6on

Physician Wellness Committee 
 ! A standing and ac6ve Physician Wellness CommiMee ! With a significant budget ! Charged with ac6vely surveying for and op6mizing physician and staff health, wellness and sa6sfac6on

Create standing agenda items RE: Physician and Staff Wellness Projects - in all routine practice leadership and administration meetings 

! Discuss and address the issues of stress management, wellness and sa6sfac6on of the staff and providers at every major mee6ng in the organiza6on

Management by Walking Around Administra6on and Physician Wellness CommiMee Members get out of their offices regularly to see what is going on -­‐ and how they can help -­‐ on the front lines of care ! They are seen around the facility ! The expecta6on is that physicians and staff can report issues to them ! When they listen to a complaint, problem or sugges6on they get back to the repor6ng party within the week with more informa6on and/or a plan to address the issue ! Improvement projects are ini6ated based on complaints/ sugges6ons with progress reported back to the physicians and staff ! The leadership is seen to be ac6ve and available, curious, interested, responsive and effec6ve. Consistent communication of stress relief and wellness program activities and results to the physicians and staff ! NewsleMers – print or electronic ! Announcements at mee6ngs

! Press releases ! Celebrate accomplishments by physicians and staff outside the prac6ce as well ! Let’s your people know someone “has their back” Regular surveys of physician and staff satisfaction and suggestions for improvement 
 ! Minimum twice a year

Routine reporting of survey results to all the physicians and staff in four phases 
 ! Raw data reported immediately -­‐ “ This is what you told us” ! Analyze data and report themes -­‐ “ This is what we heard” ! Priori6ze issues and create projects to address concerns as needed. Report these projects to the physicians and staff -­‐ “ This is what we are going to do” ! Report on Project Results/Successes/Learnings -­‐ “ These are the results of our efforts”

An open and active “suggestion box” system with immediate action taken on quality ideas with credit given to the person making the suggestion

Regular detailed feedback sessions to all physicians from senior

partners - so the doctor knows where they stand and how the group feels about it 
 ! Financial Produc6on o With training on what the numbers mean as needed ! Pa6ent Sa6sfac6on ! Peer and Staff Interac6ons ! Skills evalua6on -­‐ kudos and growing edges ! Remember to celebrate all wins

Provide Physician Skill Building and Training Programs 
 There are a number of cri6cal skills that don’t make the curriculum in medical school and residency. These missing skills are always a source of stress un6l they are acquired, prac6ced and used. ! Team leadership skills ! Communica6on skills ! Mee6ng Facilita6on Skills ! Coaching skills ! Stress management and burnout preven6on skills

! Change management skills ! Problem solving and crea6vity skills ! Project management skills ! Training on business basics and how to understand the Organiza6on’s Financial Statements

Systems Support:

The systems are op6mized to allow providers and staff to do what they do best ... provide direct care to the pa6ents. Minimize the amount the providers and staff have to fight the systems to provide quality care. ! EMR training and support to enable all physicians to become “Power Users” ! Consider providing scribes if necessary ! Pa6ent flow op6miza6on ! Referral flow op6miza6on inbound and outbound -­‐ to take hassles out of the doctors hands once referral decision is made ! Tes6ng / Procedure flow op6miza6on

! Hospital Admission flow op6miza6on ! Hospital Discharge flow op6miza6on Coordinated in a concerted and systema6c effort to ensure physicians maximal direct pa6ent care 6me.

Support flexible work hours and part time practices as a “normal” way a doctor can participate in the group 
 ! The “other than full 6me” schedule op6ons are available in the outpa6ent, inpa6ent and call rota6ons for each department ! The culture of the group supports “other than full 6me” providers as equal and valued member of the group -­‐ not second class ci6zens

Creative ways to address call coverage

The size of this list is limited only by your crea6vity. Here are a few ideas to get you started ! Accommodate the “other than full 6me” physicians ! In-­‐house call support -­‐ hospitalists, etc. ! Allow individual doctors to opt out of call ! Pay more for doctors who do take call

! Scheduling so that doctor coming off of a call night does not have a full day to follow ! Reduced call requirements for doctors with children under age three or doctors over age 60 The above points are just sugges6ons/ ideas. The exact form of any call rota6on is a crea6ve process individual to the group. You may benefit from an outside facilitator for the process.

Confidential 24/7 Physician Counseling Hotline for any physician who wants to talk to a counselor/coach about any personal, relationship or emotional issues of any kind 
 ! Systema6c support for physicians who would like coaching/ mentoring/counseling ! Encourage asking for support as healthy -­‐ there is no s6gma in asking for help ! Referral networks for physicians are established, first appointments are readily available and quality of support offered to physicians is monitored

Physician Peer Mentors assigned at the time a new physician contract is signed to support the “onboarding” of the new physician

! Thorough process of explaining contract clauses, produc6on formula, buy-­‐in to full group membership (if any) and the culture of the group

Transparency in reporting the financial health and performance of the organization to all physicians

! Current performance ! Performance projec6ons ! Transparent budget crea6on process ! Training for physicians so that they understand the genera6on of and meaning behind the numbers

An open invitation to all physicians to attend all physician leadership meetings regardless of their status as partner, employee or independent contractor 
 ! All physicians are welcome even though all may not have a vote in any decision making process

Fair reimbursement for all physician leadership activities

Physicians who choose to take on a leadership role simultaneously take on addi6onal stress above and beyond that experienced in clinical prac6ce. It is important to acknowledge and compensate for this leadership related layer of strain to prevent even higher levels of burnout in your physician leaders. ! Leadership ac6vi6es are paid at a reasonable rate ! Shows appropriate respect for the value of quality leadership

! Avoids placing physician leaders in the double bind of spending 6me away from revenue genera6ng pa6ent care and not being compensated

Optional Physician Support Groups 
 ! Support groups/Mastermind Groups available for peer support and processing of difficult interac6ons ! Training in facilita6ng support groups is available for group leaders ! 
 Physician Bad Outcome Outreach Program 
 ! A commiMee and procedure to reach out to any physician or staff member involved in any bad outcome regardless of concerns of fault or malprac6ce risk. ! Physician isola6on at 6mes of nega6ve outcomes is universal. It is a crushing experience for the person involved. They feel terrible and shunned at the same 6me. ! This outreach is incredibly important at this cri6cal 6me to decrease the stress on the provider/staff member. Mistakes/Bad Outcomes Communication skills training ! How to relay bad outcomes to the pa6ent and family ! How to say you are sorry in an appropriate way…...

Similar Documents

Premium Essay


...satisfaction International Journal of Business and Social Science Vol. 3 No. 19; October 2012 Effects of Service Quality and Price Fairness on Student Satisfaction Dr. Nguyen Minh Tuan School of Business, International University Vietnam National University of Ho Chi Minh City, Vietnam. Abstract Higher education institutions in Vietnam have put much effort to attract students to enroll in programs using English as a means of teaching because these programs have newly been introduced in Vietnam and tuition fees are usually about five/six times higher than those in Vietnamese. Hence, student satisfaction plays a very important role in these institutions. This research aims to examine the effect of students’ perceived service quality and the students’ perceived price fairness on student satisfaction. The results show that various dimensions in perceived service quality and perceived price fairness have positive impacts on student satisfaction. It also shows that when perceived price fairness is taken into account, the variation in student satisfaction is better explained by comparison with the original Parasuraman’s SERVQUAL model. This research can be useful not only for existing higher education institutions in Vietnam but also for foreign universities planning to enter Vietnam’s education sector. Key words: Perceived Service Quality; Perceived Price Fairness; Student Satisfaction; Higher Education Institution. Introduction Customer satisfaction is very......

Words: 8815 - Pages: 36

Premium Essay

Job Satisfaction

...and Job Satisfaction Published by admin at 11:14 am under Example of Research Papers Thesis Statements: Attitude and Job Satisfaction: A worker attitude towards work is directly linked to the job satisfaction; a worker who is satisfied with his job performs better and excels at what he does. It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity. Introduction Worker attitude and job satisfaction deals with how an organization behaves. It involves the management directing employees into improving organizational and personal effectiveness. It plays an enormous role in determining the attitudes of employees and their job satisfaction. When an employee is happy, it is usually because they are satisfied with their work. This also improves the quality of their work. Attitude and job satisfaction may not fall completely on the management but also on the employees. If employees enjoy their work, they will not need external motivation from management, but instead the satisfaction they attain from completing their work will motivate them (Robbins, 2004). Job satisfaction is an individual’s contentment with their work. Its effect on productivity is either positive or negative. The relationship between job satisfaction and job productivity is however not consistent. An individual may still obtain high job productivity without having the satisfaction......

Words: 2175 - Pages: 9

Premium Essay

Patient Satisfaction

...Patient Satisfaction HCA 375 Continuous Quality Monitoring and Accreditation 05/20/2013 If you recently saw a doctor at the hospital, you might subsequently receive a survey in the mail asking whether your physician was friendly, spent enough time with you, or showed the appropriate level of concern for your medical issues. Reliability is a must have in the hospital setting in order for patients to trust the person giving care, “reliability is defined as the performance of a dependable and accurate service” (Mowen, Licata, & McPhail, 1993). Patient satisfaction surveys are being increasingly used in hospitals nationwide. A leading organization measuring patient satisfaction, counts more than 10,000 medical institutions in the U.S., and over 40% of hospitals, among its clients. Happy patients are obviously important, but doctors often have little idea of how patients perceive them. Gauging patient sentiment with satisfaction scores is a useful way to point out deficiencies and improve the patient experience. In fact, doctors who consciously try to improve their patient interactions are sued less often. Now it is recommended that doctors spend more time with their patients so the patient has the opportunity to ask any questions necessary without feeling like they are being limited or rushed. At the VA hospital the doctors are on the job 24 hours a day and the patient charts are updated every shift so that if there is a problem with a patient the doctor will have the...

Words: 471 - Pages: 2

Free Essay

Job Satisfaction

...studies that examine the relationship between job satisfaction and job absenteeism as absence from work is commonly viewed as one of the options of being in a stressful work environment. According to Luthans (1995), research has generally revealed that when satisfaction is high, absenteeism tends to be low and when satisfaction is low, absenteeism tends to be high. Even though this link has been found to be rather moderate, the underlying assumption is that absence is at least in part, the result of dissatisfaction on the job (Anderson, 2004; Hardy, Woods & Wall, 2003). However, even though it makes sense that dissatisfied employees are more likely to miss work, absenteeism is a complex variable and is influenced by multiple factors. (Robbins, 1998; Robbins, Odendaal & Roodt, 2003; Spector, 1997). An employee might therefore be absent for various other reasons, than being dissatisfied with the job such as genuine illness or family responsibilities. ABSENTEEISM Unscheduled absenteeism affects almost every type of organization and according to Robinson (2002) the indirect cost of absenteeism can be up to three times higher than the direct costs of absenteeism. Therefore, it is critical that organizations recognize the degree of this problem due to the high cost associated with unscheduled absenteeism. JOB SATISFACTION One of the main factors to an organization’s success is employee satisfaction. Past studies have shown that an......

Words: 346 - Pages: 2

Free Essay

Does the Lcp Improve Quality?

...The Liverpool Care Pathway: Does it improve the quality of dying? The Liverpool Care Pathway (LCP) is an integrated care pathway developed in the late 1990’s (Ellershaw et al, 1997) as a means of transferring best practice in care of the dying, from the hospice environment to other sectors starting in the acute setting. Currently the LCP is a recognised tool used by clinicians in the United Kingdom as well as over twenty countries, to give appropriate care to patients who have reached the last hours or days of their lives. Described to provide comfort to the dying and also address the needs of the carers (Chapman 2009). During this assignment the author will highlight and explain how a data search was conducted, and will analyse the data retrieved, explaining and evaluating the data to build a discussion based on the chosen topic of end of life care, with a focus on the Liverpool Care Pathway. The author will conclude by producing recommendations for practice. Although described above that the Liverpool Care Pathway is an appropriate tool for providing adequate care for patients, it can also be seen as a controversial pathway, being described as a ‘tick box’ approach rather than a humanistic approach (Chapman 2010). It has been referred to by the UK’s Daily Telegraph as ‘sentenced to death on the National Health Service’ (Devlin 2009). The author has a keen interest in palliative care, after researching is interested in enhancing knowledge surrounding the LCP as there are......

Words: 3184 - Pages: 13

Premium Essay

Does Relationship Marketing Improve Customer Relationship Satisfaction and Loyalty?

...Does relationship marketing improve customer relationship satisfaction and loyalty? Andreas Leverin and Veronica Liljander Relationship marketing (RM) has been identified as one of the way for firms to develop mutually beneficial and valuable long-term relationships with customers .RM is believed to work most effectively when customers are highly involved in the good or service, there is also an element of personal interaction. Research Review:- This study investigates the relationship marketing (RM) strategy of a retail bank and examines whether -after its implementation - customer relationships were strengthened through perceived improvements in the banking relationship and consequent loyalty towards the bank. Research Methods:- Design/methodology/approach - A survey was conducted on two profitability segments, of which the more profitable segment had been directly exposed to a customer oriented RM strategy, whereas the less profitable segment had been subjected to more sales oriented marketing communications. Findings - No significant differences were found between the segments on customer’s evaluations of the service relationship or their loyalty towards the bank. The regression analysis revealed that the relationship satisfaction was less important as a determinant of loyalty in the more......

Words: 278 - Pages: 2

Premium Essay


...AssociAtion of Job sAtisfAction, Productivity, MotivAtion, stress levels with flextiMe Kalpana solanki* Abstract It has been observed that the concept of flextime is very useful but it has not been understood and utilized by many organizations till date in UAE. The flextime concept is suitable to those employees who are willing to work in flexible work shifts with suitable work timings .This research is focused on finding out a relationship between flextime and employee productivity, job satisfaction, work productivity, motivation and reduction in the stress levels of the employees. There is a good scope for implementing flextime in UAE since many such jobs that can be done with flexibility in the work timings are available in the organizations (both in the manufacturing and service oriented industries). To test the hypothesis the researcher used (ANOVA) linear regression test which shows the relationship between independent variable (flextime) and the dependent variable (job satisfaction, work productivity, motivation, and stress levels). The researcher has used frequency table for analysis of the demographic factors and has done the mean and standard deviation analysis. The researcher has used the Pearson correlation test to check the validity of the research questionnaire. Keywords: Flextime, Job Satisfaction, Motivation, Productivity, Work stress IntroductIon Job satisfaction is considered as one of the most essential components of work life, and one of the major......

Words: 5754 - Pages: 24

Premium Essay

Can Hrm Improve Employee Satisfaction

...Can HRM Practices Improve Job Satisfaction of Ready Made Garment (RMG) Workers in Bangladesh? An Alternative Solution to Recent Unrest Background of the study Ready Made Garment (RMG) is one of the successful manufacturing sectors with greater contribution to the national economy of Bangladesh. The industry started its journey in late 1970s and enjoyed a rapid rise from 30 enterprises in 1980 increased to more than 5000 in 2014. Average growth rate of this sector was over 20% per over the last two decades. RMG is the main source of export for the last 25 years. This single sector alone earns about 80% of yearly foreign exchange of the country. Its contribution to GDP reaches 13% in fiscal year 2009-2010. This sector employs more than 3 billion people in Bangladesh of whom 90% are women from rural family. Thus this sector is playing a vital role in socioeconomic development of the country. But this sector is struggling with a number of problems. Conflict between owners and workers, labor unrest, shortage of gas and electricity, poor infrastructure, poor port facility, conspiracy of home and abroad are posing a great threat to its survival. In recent time, labor unrest in the RMG sector has been a matter of serious concern. Almost every day electronic and print media cover news of labor unrest in RMG sector in one place or another across the country. Job dissatisfaction have been the prime causes of recent labor unrests across the country. This job dissatisfaction of RMG......

Words: 3766 - Pages: 16

Premium Essay

Disruptive Clinician Behavior and the Effect on Patient Outcomes

...Disruptive Clinician Behavior and the Effect on Patient Outcomes Abstract Hostility and disruptive behavior within healthcare facilities have been identified as factors that may contribute to poor patient outcomes. Studies have been conducted that have assessed bad behavior on the part of patients and patients’ families, but of more recent concern are disruptive behaviors by physicians and other healthcare workers. In an effort to reduce the frequency of these incidents of disruptive behavior mandates have been issued regarding the implementation of policies and procedures which specifically address disruptive behavior among healthcare workers. The aim of this paper is to review research relevant to frequency of disruptive behavior among healthcare workers, the effect of this type of behavior on clinical outcomes, and efforts to decrease its incidence. Disruptive Behavior is a Cause of Poor Patient Outcomes Disruptive behavior has been recently defined by the American Medical Association, and The Joint Commission now requires the facilities they accredit to create a plan to outline acceptable behaviors, unacceptable behaviors and how they will address the latter (Rosenstein & O’Daniel, 2005.) Members of the healthcare team should receive training in regards to an organization’s Code of Conduct. Causes of disruptive behavior may include a culture of power among physicians, a culture of oppression among nurses (especially female nurses when dealing with...

Words: 1748 - Pages: 7

Premium Essay

Job Satisfaction

...Jobs Dimensions of Job Satisfaction by Catherine Lovering, Demand Media Employees do not derive job satisfaction from high pay alone. In the 1950s, motivation theorist Frederick Herzberg divided the elements required for job satisfaction into two dimensions: hygiene and motivators. In short, the environment has to be positive and the job has to be a good fit. In the decades since Herzberg's study, employee surveys have confirmed employees' ownership of their jobs and tangible company benefits are as important to satisfaction as a big paycheck. Ads by Google Training Materials Soft skills training materials to teach soft skills training courses. Hygiene Hygiene refers to working environment. While this dimension does not in and of itself create job satisfaction, it's a prerequisite to satisfaction occurring. Work environment involves all of the administrative aspects of an organization, including company policies that should apply to everyone equally. Choosing the right supervisors who provide fair treatment and give positive feedback is another aspect of hygiene. Workers expect fair pay in line with market demand. Employees also require the equipment needed to do their jobs well, adequate work space and policies that facilitate positive interaction between staff members. Motivators Once the hygiene factors are in place, employees must feel a meaningful connection to their work. This dimension of job satisfaction -- motivators --......

Words: 989 - Pages: 4

Premium Essay

Students Satisfaction

...STUDENTS SATISFACTION AT SCHOOL OF BUSINESS ADMINISTRATION (TEXAS WESLEYAN UNIVERSITY) Submitted By: Submitted To: Mehera Mansoor Dr.Rod Erakovich Rachana Luitel Rupesh Thapa Swastika Tandukar INTRODUCTION In this world of cutthroat competition, each and every organization should deliver some quality service to sustain. This concept can be related to the educational institutions as well where the student satisfaction is perceived as the means to end. Student satisfaction has been the compelling interest to every colleges and university as they are encouraged to improve the learning environment for the students and demonstrate their institutional services. Laurie A. Schreiner (2009) stated student satisfaction is perceived differently at each level and also help to determine the persistence of the student in the universities. The term student satisfaction can be defined as student’s perception pertaining to the college experience and perceived value of the education received while attending an educational institution (Astin, 1993). Education is the key factor in determining the satisfaction level of the student however other issues like the environment, safety, technology, tuition fees, etc. calculate the student satisfaction. Satisfaction is the good predictor for the retention of the student (Astin 1993) that is proved to be beneficial for the university. PURPOSE OF THE RESEARCH The measurement of student satisfaction is essential to any......

Words: 775 - Pages: 4

Premium Essay

Patient Satisfaction

...Linking Patient Satisfaction with Nursing Care ------------------------------------------------- Abstract ------------------------------------------------- This paper explores the linking of patient satisfaction with nursing care from three measurement instruments to include the BERNCA (Basel Extent of Rationing of Nursing Care) scale for rationing of care, the RPPE (Revised Professional Practice Environment) scale to explore nurses’ perceptions of their work environment and the Patient Satisfaction scale. This article suggests that there is a correlation between the variables among the organization and environment, care rationing and patient satisfaction that influence patient outcomes. (Papastavrou, Andreou, Tsangari, and Merkouris, 2014). It defines that rationing of nursing care appears as an organizational difficulty, associated with the way nurses perceive environmental constraints of practicing their profession and it is linked with patient outcomes such as patient satisfaction from nursing care. (Papastravrou, et al, 2014). ------------------------------------------------- ------------------------------------------------- Keywords: Nursing care, Rationing, Patient satisfaction, Professional environment ......

Words: 576 - Pages: 3

Premium Essay

Employee Satisfaction

...MBA HR Project Employee Satisfaction 1. Certificate Formats - Title, project certificate, student declaration sample, Acknowledgement sample letter etc. 2. Executive Summary 3. Introduction 4. Research design 5. Analysis 6. Synopsis & conclusions 7. Key findings 8. Recommendations/suggestions 9. Bibliography and Questionnaire CHAPTER 1 INTRODUCTION Employee satisfaction has been defined as a function of perceived performance and expectations. It is a persons’ feeling of pleasure or disappointment resulting from comparing a products’ outcome to his/her expectations. If the performance falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies improvement in efficiency and performance doing work or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in. 1.1     AIM OF STUDY: To carry out the study of the employee satisfaction at company and assess the employee satisfaction level in present competitive environment of  Industry to help knowing and reading of the  minds of the current generation professionals regarding their Company Culture, Compensation, Work atmosphere, Management support, Job satisfaction, performance appraisal and Career growth opportunities. 1.2......

Words: 7808 - Pages: 32

Premium Essay

Communication Satisfaction Leads to Job Satisfaction

...How Communication Satisfaction Leads To Job Satisfaction A Research On Local And Multinational Telecom Companies In Bangladesh Introduction Today's business challenge focuses on many thing like cost control, product development and improving quality. But at the end everything comes down to success and prosperity of the organization and organization's success depends on its work force. If an organization’s employees are unhappy or dissatisfied, then it is likely that overall organizational effectiveness suffers. Because “there is a clear suggestion, that effective communication promotes organizational cohesion and effectiveness” (Hargie & Tourish, 2000,). Communication is a very important part of an organization. There are evidence that suggest more is better when it comes to internal communication. The value of quality internal communication and its relationship to organizational efficiency and effectiveness has been widely recognized (Stayer and How, 1990; Clampitt and Downs, 1993; Hargie et al., 2003b). It has been argued that Effective communication is a vital ingredient of attempts to increase participation, secure the widespread ownership of corporate goals and implement such programmes as total quality management (Hargie and Tourish, 1993). In addition, communication effectiveness is also perceived as central to management and organizational theory (Whetten and Cameron, 1991; Eden, 1993). Practitioners see internal communication as an important, challenging......

Words: 12519 - Pages: 51

Free Essay

Customer Satisfaction

...Measuring Customer Satisfaction Introduction Customer satisfaction measures how well a company's products or services meet or exceed customer expectations. These expectations often reflect many aspects of the company's business activities including the actual product, service, company, and how the company operates in the global environment. Customer satisfaction measures are an overall emotional evaluation that is based on the customer's lifetime of product and service experience. In today’s world customer satisfaction is very important in order to continue to have a business because with no customers there is no business. Identification of best practices There are several means for measuring customer satisfaction including surveys, focus groups, complaint analysis and user groups. The most common used is surveys as it is the only way to get customer feedback unless they contact you, which most people are too busy to bother with unless they are extremely upset for some reason. Surveys can be provided in several way through mail, email or over the phone and the best way to get information is to allow customers to answer questions on a weighted scale for example on a scale of 1 to 5 with 1 being dissatisfied and 5 being satisfied. Types of industries All industries can utilize these best practices that have customers such as retail, manufacturing and service industries. According to the text, in 1994, the University of Michigan Business......

Words: 730 - Pages: 3

%sext:as:lp_se- 0*0*0-S1003:htt p:// d/m? %s | The Effects of Standardized Testing | NEW Steering Lock Rod for Toyota Land Cruiser 120 PRADO KDJ120 / KDJ125